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Workforce Planning Analyst Jobs (NOW HIRING)

GovStrive LLC

Manager - Workforce Planning

Dublin, GA · On-site

$110 - $160/hr

As a member of the Workforce Analytics and Technology Solutions (WATS) team, The Workforce Planning Manager will own projects and oversee project workstreams focusing on the delivery of workforce ...

Rowan Digital Infrastructure Pty Ltd

$126 - $150/hr

Analyze hiring plans, internal movement, attrition trends, and labor costs to support workforce ... Develop workforce planning dashboards, reports, and executive-level insights * Analyze workforce ...

Visier Solutions Inc

Workforce Planning Advisor

OR · On-site +1

As a Workforce Planning Advisor, you will combine cutting-edge People Analytics technology with delivery innovation. In this lead advisory role, you will work directly with enterprise customers and ...

Shamrock

Workforce Planning Manager

Phoenix, AZ · On-site

This role combines labor forecasting, capacity planning, productivity analysis, workforce optimization, and cross-functional collaboration to align staffing needs with demand patterns, service level ...

Jobtailor

Director, Workforce Planning

Bentonville, AR · On-site

$85 - $120/hr

Develop and evaluate workforce analytics, standards, and improvement strategies aligned with ... Extensive experience in workforce planning, business strategy development, and human capital ...

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Workforce Planning Analyst information

See salary details

$40.5K

$77.1K

$124K

How much do workforce planning analyst jobs pay per year?

As of Sep 5, 2026, the average yearly pay for workforce planning analyst in the United States is $77,122.00, according to ZipRecruiter salary data. Most workers in this role earn between $61,000.00 and $90,000.00 per year, depending on experience, location, and employer.

What does a workforce planning analyst do?

A Workforce Planning Analyst is responsible for analyzing an organization's current and future staffing needs. They use data to forecast workforce requirements, identify skill gaps, and recommend staffing strategies to align with business goals. Their role often involves collaborating with HR, finance, and management teams to ensure the organization has the right people in the right roles at the right time. They also create reports and use workforce analytics to support decision making and improve operational efficiency.

What are the key skills and qualifications needed to thrive as a workforce planning analyst?

To thrive as a Workforce Planning Analyst, you need strong analytical skills, proficiency in data modeling, and a background in human resources, business, or a related field. Familiarity with HRIS systems, workforce analytics tools, and advanced Excel or data visualization software is typically required. Excellent communication, problem-solving, and stakeholder management skills help you translate data insights into actionable workforce strategies. These competencies ensure accurate forecasting, effective resource allocation, and alignment of workforce planning with organizational goals.

How does a workforce planning analyst typically collaborate with other departments to ensure staffing needs are met?

A Workforce Planning Analyst works closely with HR, operations, and finance teams to gather data on current and projected workforce requirements. They regularly participate in cross-functional meetings to discuss upcoming business needs, seasonal trends, and strategic initiatives that might impact staffing. By analyzing data and sharing insights, they help departments anticipate hiring needs, avoid talent shortages, and optimize workforce allocation. Effective communication and collaboration are key, as the analyst often acts as a liaison between leadership and operational teams.

What is the difference between Workforce Planning Analyst vs Workforce Analyst?

AspectWorkforce Planning AnalystWorkforce Analyst
Primary FocusStrategic workforce planning, forecasting future staffing needsAnalyzing current workforce data, reporting, and operational staffing issues
Required SkillsData analysis, forecasting, HR policies, strategic thinkingData analysis, reporting, HR systems, operational understanding
Work EnvironmentCorporate HR departments, consulting firmsHR teams, operations departments
CertificationsHR certifications, data analysis skillsHR certifications, data analysis skills

The main difference between a Workforce Planning Analyst and a Workforce Analyst lies in their focus. The Workforce Planning Analyst concentrates on strategic forecasting and long-term staffing needs, while the Workforce Analyst primarily handles current workforce data and operational issues. Both roles require similar skills and certifications but serve different functions within HR and organizational planning.

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Workforce Planning Analyst jobs near you
Infographic showing various Workforce Planning Analyst job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 87% Full Time, 10% Part Time, and 2% Contract. Highlights an 90% Physical, 3% Hybrid, and 7% Remote job distribution, with an average salary of $77,122 per year, or $37.1 per hour.

Director Workforce Planning and Management - Strategic Workforce Planning

CHRISTUS Health

Irving, TX • On-site

Full-time

Re-posted 16 days ago

CHRISTUS Health rating

6.7

Company rating: 6.7 out of 10

Based on 533 frontline employees who took The Breakroom Quiz

534th of 898 rated healthcare providers

Job description

Summary:
The Director Workforce Planning and Management designs solutions, analytics, and reporting to meet the long-term vision and roadmap for workforce strategies to develop new capabilities, establish new processes, and deliver projects with enterprise-level impact. Responsible for providing workforce planning solutions that align with CHRISTUS business initiatives, Mission, and Core Values. Is accountable for planning and overseeing strategic business processes, capacity planning, and key performance indicator (KPI) reporting. The Director will lead the Workforce Planning and Management teams to define and drive workforce planning priorities by deeply understanding CHRISTUS's business strategy, the internal/external landscape, and talent supply and demand, and HR best practices.
Responsibilities:
  • Meets expectations of the applicable OneCHRISTUS Competencies: Leader of Self, Leader of Others, or Leader of Leaders.
  • Lead enterprise to define, develop, and deploy workforce planning strategies and programs, providing solutions in line with overall business strategy and mission.
  • Directs the organization in the development and execution of a multi-year workforce strategy using demand forecasting to assess market capabilities to meet business needs.
  • Provide thought leadership by leveraging knowledge of industry best practices and developing data-driven initiatives to proactively identify the critical workforce requirements necessary to execute business plans.
  • Evolve and sustain reporting for visibility to senior leadership on short-, mid-, and long-term metrics required to meet business objectives.
  • Ensures the development and implementation of workforce planning modeling tools, metrics, analysis, dashboards, and data visualizations; ability to analyze multiple sources of information/data, identify trends, translate data into vision, and develop recommendations based on analysis.
  • Develop and maintain a robust position management system and process to report and forecast current and future workforce needs.
  • Collaborate with cross-functional teams to determine what gaps exist between the current and projected workforce needs in order to create recruiting strategies to meet goals.
  • Oversee change management initiatives to support workforce planning goals and projects.
  • Lead organizational design development for the enterprise to drive effective and accurate organizational structure, labor standardization, staffing analytics, performance analysis, compliance, and cost reporting.
  • Lead workforce planning analysis on current and future workforce needs related to specific job segments, leveraging internal/external workforce insights and trends utilizing demographics, job movements, workforce capability and capacity, headcount trends, key performance indicator (KPI) reporting, and overall impact to costs for hiring forecasts.
  • Align with cross-collaborative teams to identify workforce market changes and skills availability to develop internal talent pipelines and career development programs to realize long-term strategies.
  • Oversee the development and execution of a resource planning model designed to fulfill mid and long-term staffing plans and adjust recruiting efforts to meet patient demand, attract and retain talent, and offset costs of contract labor.
  • Create visibility on current workforce capability and supply to meet the demands of the business and proactively advise on trends to refine workforce planning strategies based on variance in market and business needs.

Job Requirements:
Education/Skills
  • Bachelor's Degree required
  • Master's Degree, MBA, or MHA preferred

Experience
  • Minimum of 5 years of experience in Human Resources, Talent Acquisition, and/or Workforce Planning experience required.
  • 3 -5 years of supervisory or management experience preferred.
  • Preferred experience includes resource planning, workforce analytics, capacity planning, HRIS systems, process improvement, or application of Lean or Six Sigma practice.

Licenses, Registrations, or Certifications
  • Human Resources certification is preferred.

Work Schedule:
5 Days - 8 Hours
Work Type:
Full Time

What CHRISTUS Health employees say

Pay

Benefits

Hours and flexibility

Workplace

Get the full story on Breakroom

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About CHRISTUS Health

Sourced by ZipRecruiter

CHRISTUS Health is a prominent name in the healthcare industry, with its headquarters situated in Irving, TX, USA. Established in 1999, the company has since been devoted to providing comprehensive care and extending the healing ministry of Jesus Christ. This not-for-profit health system primarily operates more than 600 healthcare services and programs, including long-term care facilities, health insurance products, community clinics, and outreach services, serving both urban and rural populations.

Industry

Outpatient health care

Company size

1,001 - 5,000 Employees

Headquarters location

Irving, TX, US

Year founded

1999

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